McKessonAt McKesson Corporation, a global leader in healthcare services, the business case for Diversity & Inclusion reflects a broad importance – among its employees, customers and suppliers. “As our customer base continues to diversify, we are incorporating a deeper focus on diversity in our people processes, from hiring to talent moves,” shares James Gibbs, Senior VP of Talent and Diversity. “We have clear diversity goals we hold ourselves accountable to as part of a business scorecard. We’re seeing year-over-year improvements that tell us we’re gaining ground, but we wanted to find a way to accelerate it.”

So in 2015, the company launched its Diversity Blueprint, a five-year plan to accelerate its Diversity & Inclusion goals. For workforce representation, McKesson uses national benchmarks to help set diversity goals. “For example, if, externally, X% of women are VPs and we’re below that, we know we have work to do,” Gibbs says. “We present our hiring managers with diverse interview slates and we ensure our diverse talent has the opportunity to advance. We’re not where we want to be, but we’re well on our way. In fact, after completing our first year of the Blueprint, we are ahead of schedule for some areas.”

McKesson has seven employee resource groups (ERGs) with multiple branches sponsored by executives: ASPIRE (African-Americans); MMRG (Military/Veterans); OPEN (LGBT/Straight Allies); PALMa (Latinos); PAVE (Pan -Asians); OWNIT (Women); and Emerging Professionals (Millennials). “Our ERGs are absolutely critical to our success. They offer a feedback mechanism to find opportunities to improve,” Gibbs notes. “We want all employees to feel comfortable bringing their whole self to work, and to be valued and respected for what they bring to the table so they can focus on the work ahead, not whether they fit into a certain mold or not. Our culture fosters inclusion, and our ERGs help us keep a pulse on maintaining and improving it.”

McKesson’s Supplier Diversity Program opens the doors of opportunity to qualified small and diverse suppliers. Its goals are to meet the company’s business needs and enhance the economic value and business health of its customers. “McKesson’s commitment to supplier diversity is an integral part of our company culture,” says John Hammergren, Chairman and CEO. “We recognize that fostering relationships with small, minority, women and veteran-owned businesses drives innovation, deepens our understanding of our customers, fuels mutual growth and improves the health of the communities we serve.”

McKesson’s recognition for diversity efforts includes: Human Rights Campaign Corporate Equality Index 100%; Diversity MBA Magazine Top Diversity Company; GI Jobs Military Friendly Company; Top 100 Diverse Leaders in STEM; executive profiles in Hispanic Executive, GI Jobs, Women to Watch, Diversity Woman, Bloomberg; and co-sponsoring Center for Talent Innovation’s “Executive Presence” research and book on why so few minorities make it to the C-suite and how individuals, managers and HR professionals can improve their own and other’s executive presence.

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